A PRESENTATION ON

Diversity Management
CREATED BY: GROUP 01
G R O U P ME MB E R S

Name ID

Rakibul Islam Ontor 17102029

Chashi Md.Imtiaz 19134154

Md. Bellal Hossen 19134127

Jinnatun Nur Chadny 19134139

Nufaisa Nahian Mithila 19134148

Tanzina Rahman Adina 19134144

Mehedi Hasan 19134126

Md. Jakaria Rifat 19134133

DEFINITION OF DIVERSITY MANAGEMENT
Diversity management refers to corporate initiatives that, through targeted policies and
initiatives, work to increase the structural inclusion of workers from various backgrounds.
In reaction to the increasing diversity of the workforce globally, organizations are
implementing diversity management strategies.
THEORIES OF DIVERSITY MANAGEMENT
There two general approaches and three specific types of approaches to managing
diversity. Bairoh identified the three specific approaches as the practitioner/consultant
approach, the mainstream approach, and critical approaches.
General Approaches to Diversity Management-
1)Institutional Theory of Diversity Management: In summation, because laws require
organizations to become diverse they must prove to both individuals within the
organization and individuals outside of the organization that they are conforming to these
laws and norms. If an organization fails to follow these laws or norms then its operations
will be questioned and it may also be terminated for violating the law.
2)Resource Based Theory of Diversity Management: From a business perspective
organizations that are more diverse gain an advantage compared to organizations that are
homogenous. Racial diversity within organizations increases financial performance when
a growth or innovation strategy is used .
Specific Approaches to Diversity Management-
1)The Practitioner/Consultant Approach: This approach focuses on the positive aspects
of how making the workplace more diverse can increase productivity. In this approach
organizations focus on how diversity can benefit their business. Using this approach to
find qualified workers, making the workplace a more diverse environment helps
employers make minorities and other potential employees who may be qualified more
available and noticeable. If the workplace is diverse than these more diversified
employees should be better able to understand what their diverse customers want.
2)The Mainstream Approach: The Mainstream approach is supported by social-identity
theory and self- categorization theory. Social-identity theory describes group membership
and behavior within a group . Self-categorization theory exists when people stereotype
themselves by attributing to themselves the attitudes, behaviors and other attributes they
associate with membership in a particular group Kulik and Bainbridge .
3)Critical Approaches: Prasad et al. argue that too much of the literature focusing on
managing diversity ignores the real problems created by inequality and discrimination and
the effects that these concepts have on organizational outcomes, and instead focus too
much on training and workshops as a means to teach how diversity should be managed.
They found that managers see diversity as something that should be managed. Litvin
claims that because individuals are seen as being diverse within an organization, co-
workers are forced to view them in a certain light. Because mainstream approaches to
diversity place individuals into socially constructed demographic categories that are
portrayed as obvious, natural, and undisputable that they make it almost impossible for
change to occur.
HISTORY OF US
DIVERSITY AT
WORKPLACE
1960s: Affirmative action and non-discrimination were the main areas of emphasis. At
least for major US corporations, the topic of diversity in the workplace began to crop up.
1970s-1990s: Many Fortune 500 companies started making concerted efforts to hire more
diversely, though they still had a compliance emphasis. To draw in a larger pool of
ability, a wide net needed to be cast.
1990s-2000s: Consumer companies are beginning to see the value in having a diverse
workforce that reflects their clientele. Turnover frequently rises as diverse recruiting
does. Why does varied talent decide to move on? What does it imply when an
organization's culture doesn't «fit»? Research and findings on emotional intelligence, a
key component of an inclusive society, are available by the mid-1990s.
2000s-2015: Focus shifts to inclusion. Gen Y begin to join the workforce in the early
2000s with new and different expectations for the workplace.
2015-present: ‘Diversity & Inclusion’ gains equity as a result of the push for gender-based
equitable pay. With more than 50% of its members being non-white and being
idealistic, Gen Z is now entering the workforce and is seeking a job with a good social
effect.
DEFINE CULTURE. HOW CAN YOU
SUPPORT CULTURAL DIVERSITY
Culture is considered as the customs and beliefs, art, way of life, and social organization
of a particular country or group.
There are many ways that individuals and institutions can support cultural diversity. They
are described below.
• Increase your level of understanding about other cultures by interacting with people outside of your own
culture
• Avoid imposing values on others that may conflict or be inconsistent with other cultures
• When interacting with others who may not be proficient in English, recognize that their limitations in
English proficiency in no way reflects their level of intellectual functioning
• Recognize and understand that concepts within the helping profession, such as family, gender roles,
spirituality, and emotional well-being, vary significantly among cultures and influence behavior
• Within the workplace, educational setting, and/or clinical setting, advocate for the use of materials that are
representative of the various cultural groups within the local community and the society in general
• Intervene in an appropriate manner when you observe others engaging in behaviors that show cultural
insensitivity, bias, or prejudice
• Be proactive in listening, accepting, and welcoming people and ideas that are different from your own
This approach is commonly associated with Geert Hofstede (1984, 1988 & 2001), as described in
Schermerhorn and Bachrach (2017). He explored national cultures through the identification of five
different dimensions, which are:
• Power distance
• Uncertainty avoidance
• Individualism-collectivism
• Masculinity-femininity
• Time orientation
CHALLENGES OF CULTURAL DIVERSITY IN THE
WORKPLACE
• Communication issues
• Too many opinions
• Hostility
• Diversity implementation challenges
• Retain bad talent
Cultural adaptation is the process of changing mindset or behaviors when moving into a
new cultural context, so you are capable of living within that culture.
STAGES OF CULTURAL
ADAPTATION DEVELOPMENT
Winkelman (1994) came up with 4 stages culture shock which explain how people will
adapt to a new culture. The fourth phase is the phase in which adaptation finally occurs.
The four stages are:-
1. Honeymoon and Tourist Phase
2. Cultural Shock Phase
3. Adjustment, Reorientation and Recovery Phase
4. Adaptation, Resolution and Accumulation Phase
TYPES OF ORGANIZATIONAL CULTURE

There are four well known types of organizational culture: Clan, Adhocracy, Hierarchy,
and Market. They range from internal to external when it comes to integrations and focus.
They also range from an environment of stability and control to one of flexibility and
discretion.
WHAT ARE ABILITY AND DISABILITY
Abilities are powers an agent has to perform various actions. They include common
abilities, like walking, and rare abilities, like performing a double backflip. Abilities are
intelligent powers: they are guided by the person's intention and executing them
successfully results in an action, which is not true for all types of powers.
Disability is the experience of any condition that makes it more difficult for a person to do
certain activities or have equitable access within a given society. Disabilities can be
present from birth or can be acquired during a person's lifetime. A disability may be
readily visible, or invisible in nature.
THE WAY OF PROMOTING DISABILITY AS A PART OF
DIVERSITY IN WORKPLACE
1. Create an accessible environment
2. Implement inclusive policies
3. Create communication standards
4. Promote disability awareness
5. Set inclusive recruitment standards
6. Provide professional support
7. Encourage a culture of feedback
HOW AN ORGANIZATION CAN
EXPRESS ITS COMMITMENT TO
DISABILITY INCLUSION
• Develop and communicate policy statements and other illustrations of the company’s
commitment to inclusion of workers with disabilities.
• Establish an enterprise-wide team consisting of executives, managers and employees
with disabilities to support
• Make (and publicize) the “Business case” (PDF) for hiring people with disabilities
• Include disability as part of all of the company’s diversity policies and activities
• Affirm in policy statements the company’s commitment to equal employment
opportunity for people with disabilities
• Encourage employees with disabilities, and their coworkers and managers
• Establish a universal policy offering workplace flexibility and accommodations for all
applicants and employees
M A N A G IN G D IV E R S IT Y

Managing diversity means acknowledging people's differences and recognizing these

differences as valuable; it enhances good management practices by preventing
discrimination and promoting inclusiveness. Good management alone will not necessarily
help you work effectively with a diverse workforce.
GUIDING PRINCIPLES OF MANAGING
DIVERSITY AT WORKPLACE
1. Eliminate preferences by creating standard rules
2. Effective communication is key
3. Encourage diverse employees to work in groups
4. Create an enabling environment for employees to thrive
5. Evenly spread responsibilities among diverse employees
6. Complaints about discrimination and biases should be encouraged
7. Foster open-mindedness
8. Incorporate diversity policy in the company’s code of conduct
9. Educate staff on the need for inclusion
10. Support inclusion and diversity initiatives
INDIVIDUAL AND ORGANIZATIONAL
APPROACHES TO MANAGING DIVERSITY
Individual Approaches to Manage Diversity:
• Learning
• Empathy
Organizational Approaches to Managing Diversity:
• Testing
• Training
• Mentoring
THAT IS ALL
THANKS TO EVERYBODY